Anti-Bullying Policy

Policy Number: #600

Responsible Executive(s):

  • President

Responsible Office(s):

  • Human Resources

Date Adopted: 06-01-2023

A. Purpose

Regis University prohibits bullying in the campus community. Bullying is unacceptable in all working, learning, and service interactions.

B. Scope

  1. This policy applies to the entirety of Regis University’s community including all faculty, staff, students, volunteers, individuals using University resources or facilities, and representatives acting as agents of the University.
  2. This Policy is applicable with respect to University employment, delivery of and participation in education, programming, benefits, and admissions. It applies to programs or activities in which Regis exercises substantial control over the individuals involved in the allegations and the context in which the conduct occurs.
  3. It is the intention of this Anti-Bullying Policy that nothing herein interfere with other applicable laws, policies or regulations that cover or inform professional and personal conduct at Regis University. This policy should be interpreted as being in concert with rather than in conflict with other law, policy and regulation whenever possible, and in particular these standards are to be construed within the context of the University’s historical and enduring commitment to the conception of the University as a place that fosters the free exchange of ideas. This Policy does not cover discrimination or harassment based on protected class status, sexual misconduct or sexual violence. (In such instances, please refer to Non-discrimination, Sexual-misconduct and Retaliation Policy and Procedures).

C. Policy

  1. Regis values the well-being of its community members and recognizes that bullying on campus is unacceptable. Under this Policy, bullying is prohibited.
  2. Bullying prohibited by this Policy may include, but is not limited to, unwarranted physical contact, sabotage of another person’s work, abuse of authority, abusive expression directed at another person that is outside the range of commonly accepted expressions of disagreement or critique or other conduct that is severe, pervasive or persistent in that it caused the Complainant substantial emotional distress and would cause a reasonable person in the same circumstances substantial emotional distress.
  3. Bullying is not:
    1. One-time disagreements or incidents.
    2. Unintentional social mistakes and general non-targeted rude behavior.
    3. Offering constructive feedback, guidance, or advice about one’s conduct or performance.
    4. Expressing differences of opinion.
    5. Stern/blunt delivery of expectations, information or feedback.
    6. Reasonable action taken by an employer, supervisor, etc. relating to the management and direction of workers or students in the place of employment, classroom, or any program in which Regis exercises substantial control. (i.e. managing performance, taking reasonable disciplinary actions, assigning work).
  4. Retaliation against employees making good faith reports as provided for in this policy, even where the concerns are ultimately unsubstantiated, is prohibited and should be taken into consideration as a factor in evaluating an employee’s performance, subject to university evaluation procedures.
  5. False reports of bullying that are found to have been made intentionally are also a violation of this policy and should be taken into consideration in evaluating the individual’s performance, subject to university evaluation procedures.
  6. Students and Employees impacted by bullying may also access support services from appropriate campus resources.
    1. Students can access confidential resources through Counseling Services, the Victim Advocacy and Violence Prevention Office or the Title IX Office.
    2. Information regarding the various resources available to faculty and staff can be found in the University’s Guide to Wellness.
  7. Reporting Procedure:
    1. Students may report allegations of bullying through the Community Standards Procedures outlined in the Student Handbook.
    2. Staff may report allegations of bullying through the procedures outlined in the Employee Handbook.
    3. Faculty may report allegations of bullying through the procedures outlined in the Four College Faculty Handbook or the Regis College Faculty Handbook.
    4. Volunteers, individuals using University resources or facilities, and representatives acting as agents of the University may report allegations of bullying to Human Resources located in Clarke Hall Suite 269 or via their phone number, 303.458.4161, and email at

D. Definitions

  1. Bullying: The repeated mistreatment by words or actions that are intended to embarrass, humiliate, degrade, demean, intimidate, and/or threaten an individual or group.
    1. Behavior that foreseeably places bystanders or unintended targets at risk or in fear, or causes them to feel threatened or humiliated, is within the scope of this definition.
    2. Bullying can take a variety of forms and may include behaviors that are physical, verbal, nonverbal, direct or indirect, and may take place face-to-face, via written communications, or by electronic means. Some examples of bullying include, but are not limited to:
      1. Shouting or yelling at, berating, ridiculing, or demeaning others;
      2. Repeated name-calling and attacks on one’s character, using a person as an object of ridicule, using nicknames after being warned by the Complainant that the nickname is considered to be offensive, or spreading gossip and rumors about the person to others;
      3. Mocking, ridiculing, punishing, or putting someone down in front of others, constant unwarranted criticism, or making offensive remarks regarding a person’s known intellectual or physical attributes;
      4. Persistently interrupting a person or otherwise preventing a person’s legitimate attempts to speak;
      5. Undermining or sabotaging the work performance of others by;
        1. Withholding merited resources
        2. Preventing an employee/student from performing their responsibilities, negatively impacting their work-life/academic-life and recognition and/or advancement
        3. Treating an individual or group in an unequal manner, such as differing distribution of responsibilities, the application of divergent standards of workload/hours/acceptable conduct, blatant disregard for an employee or student’s position or stated job duties.
      6. Spreading false or sensitive information about another that may interfere with that person’s ability to function or perform their duties within the scope outlined in B.2 of this Policy;
      7. Deliberately excluding, isolating or marginalizing a person from normal workplace activities;
      8. Tampering with a person’s personal effects or work equipment; damage to or destruction of a person’s work product, work area, including electronic devices, or personal property;
      9. Punishments or negative consequences designed primarily to shame, exclude, and/or draw negative attention from others;
      10. Violent behavior, such as pushing, shoving, kicking, poking, or tripping; assault or threat of physical assault; making threatening gestures toward a person or invading personal space after being asked by the Complainant to move or step away. Bullying that is physically violent may violate criminal law as well as other university policies.
      11. Making threats, either explicit or implicit, to the security of a person’s job or position when not part of a legitimate process by the supervisor to set expectations or engage in progressive discipline as outlined by the University. This may include, but is not limited to, manipulating the workload of a person in a manner intended to cause that person to fail to perform legitimate functions.
      12. Educational Interference
        1. Intentional and repeated actions or words that interfere with or negatively impact the ability of a student or group of students to meet the student learning outcomes of a course or program
        2. Intentional and repeated failure to maintain a safe learning environment that respects all others who use the office/classroom.
      13. Abuse or misuse of power in the exercise of authority, supervision, or guidance. Criticism, complaints, and negative feedback are not considered bullying when they are reasonable and directly address issues of performance and/or conduct.
  2. Witness: Persons who witness the bullying.
  3. Retaliation: Any adverse action threatened or taken against a person because an individual has filed, supported or provided information in connection with a complaint of bullying, including but not limited to, direct and indirect intimidation, threats and harassment. An “adverse action” is any conduct or action that would dissuade a reasonable person from reporting an allegation of bullying or participating in an investigation of bullying.

E. Related Policies Procedures, Forms and Other Resources

Regis Student Handbook

Regis Employee Handbook

Four Colleges Faculty Handbook

Regis College Faculty Handbook

Human Resources Guide to Wellness

Human Resources Office Contact

Student Counseling Services

Title IX Office

Victim Advocacy and Violence Prevention

Campus Safety Office